How occupational stress affects employee's job satisfaction? A study in the occupational stress and individuals resource management tactics in the business.
ABSTRACT
This study will present the empirical evidence on the type and effects of some determined occupational stress indicator and its effect on some human tool management techniques (HRM) in relation to employee's job satisfaction of any firm (Alpha Mega/Carrefour/any other organizations). For the research, data will be accumulated through the novel survey on selected OSI(occupational stress index) and HRM practices which relates to employee's job satisfaction, based on a representative random sample of employee from the complete employee (society) of the organizations (i. e:Alpha Mega/Carrefour) using a proper questionnaire. To study how OSI have an impact on the employee's job satisfaction, various statistical methods like ratio, co-relation and regression etc. will be used. Finally, various conclusions and required advice based on the results of the analysis will be designed.
INTRODUCTION
In everyday routine, almost everyone is subjected to a wide range of pressures. Although today, there are many wide amounts of resources and approaches for coping with pressure. Sometimes individual's cope well and do not feel that the pressure is having any adverse effect upon them while on the other palm, sometimes individual's do have difficulty in dealing with the problem and then one can say that individual's are under the term "stress".
Occupational stress is described as the strain to which people are subjected when demands and targets are out of keeping with their capacities and skills. Occupational stress results, for example, by increased requirements but also from the lack of stimulus entailed, for example, by high monotony at work. You can also define the Occupational stress by simply saying there are only 2 times I fell stress: Day and Night. "Occupational/job stress can be explained as the dangerous physical and psychological responses that appear when certain requirements of the job do not match the capacities, resources, or needs of the staff member. Occupational stress can result in poor health and even personal injury. "
Occupational stress can even be described as an activity, involving a exchange between an individual and his/her work place. The employee's response to work stress can be either subconscious, physical or both (Cooper & Cartwright, 1994; Kristensen, 1996; Santos & Cox, 2000), which is usually categorized as being acute, post distressing, or chronic.
The issue of job stress is very important to the public health community and working people. The economic costs of job stress generally speaking (absenteeism, lost efficiency) are difficult to calculate but could be as high as several hundred-billions/per years (Schnall PL, Landsbergis PA, Baker D. job Tension and CORONARY DISEASE. Annual Review of Public Health; 15:381-411, 1994. Schnall PL, Landsbergis PA, Schwartz JE, Pickering TG. Job Pressure and Hypertension, Vol. no. 2, p. 167-8). Most importantly, there is the potential for stopping much health issues and death. A lot more than 50 million People in america have high blood circulation pressure, and, in 95 percent of cases, the cause is unknown.
On the other hands, Human Source of information Management (HRM) is the most crucial part of any organizational goal accomplishment or success. Most organizations job satisfaction is a significant determinant of the organizational success. Job satisfaction will not occur in a vacuum. It's important to take a systems perspective and appearance not only at employees, but also at the surroundings where they are expected to perform. Organizational environment depends on followed particular HRM methods by the organization. It's been said that in case a good performers is devote bad systems, the systems will win each time.
All employers want employees who perform their careers well. Job satisfaction is a mental health state that pertains positive motivation of an individual towards his/her jobs. It is a comparatively recent term that the organizations are concentrating their attention. Someone's degree of job satisfaction can be influenced by many factors; some of these factors include the level of pay and benefits, the identified fairness of the advertising system within a company, the quality of the working conditions, authority and social associations, and the work itself like the variety of duties involved, the eye and challenge the work generates, and the clarity of the work description or requirements.
Organizations will need to have employees who can quickly adapt to an ever-changing world market. Therefore, companies need to concentrate on the job satisfaction determininant factors such as: job information and specification, on going staff training and development, prize and repayment system, job planning and good working environment in regards to their employees to be able to attain the best from the employees (Guest 2003, 2004; Purcell 2002, 2004).
RESEARCH QUESTION
Employee performance or job Satisfaction is our goal. To be able to reach our goal we described occupational stress as well as HRM procedures of working environment. This analysis is directed at examining a hypothesis that there is a marriage between occupational stress and Individual Resource Management procedures (HRM) of organizations in terms of job satisfaction.
Based on the books these key questions underpin this work.
What evidence is there that corporation use HRM strategically with a view to lowering their employee's occupational stress?
Does the business take a strategic method of HRM experience for better deal of occupational stress?
What will be employee's job satisfaction level if organizations experience occupational stress?
Based on the results of all these questions the study will be resolved the following targets:
To measure the occupational stress of the organizations.
To identify the HRM methods by the organization which deals with staff health.
To determine the partnership between occupational stress and employee's job satisfaction.
LITERATURE REVIEW
Work stress or occupational stress has been explored for quite some time now. Recently, it has became a significant concern for organizations since its effects imposed on a business could be tremendous and may range between lost efficiency, to burnout, to increased absenteeism that could impede the organizations ability to perform its goals. Relating to Anderson, Schalk and Humprey, work stress has been described as an incompatibility between the individual and his or her environment.
According to Skues and Kirby dealing with stress is multinational factors and specially the appraisal of the problem by the average person.
Researchers have proposed a third group of coping responses can be idenfied, particularly perception-focused coping (Perlin & Schooler, 1978). This group can include strategies such as positive re-appraisal, minimization or seeking interpretation (Parry, 1990), and generally involve attempts to minimize the menace associated with an issue, redefining the condition or redirecting focus on a different facet of the problem. The quality that seems to identify these strategies from emotion-focused and problem-coping is that they tend to give attention to cognitions and perceptions rather than psychological or behaviours (Holahan & Moos, 1983).
Keilhofner (1995) known that if the employer-employee romantic relationship is not restored quickly or, at least substituted, the long-term final result for the worker may very well be negative. In cases of work stress, the increased loss of work-related assignments and relationships has the potential to exacerbate the subconscious condition of the staff member, thus complicating the analysis and management of work-related injury.
Different management techniques, especially new ones, such as Individual Resource Management, Trim Production, Business Process Reengineering, and total Quality Management can be recognized as causes of work-related stress. That is, because the thought of change and worries of the anonymous almost always create demanding situations. In addition, time is needed for adjusting to new management techniques and until this modification happens, the period among may be quite demanding (http://www. workstress. net/causes. htm).
Though popular applications of the Yerkes Dodson Regulation (Benson and Allen, 1980; Certo; 2003; Lussler, 2000), common management practice assumes that a 'fair' amount of pressure in the work environment causes higher performance among employees, than if stress not present. (le Ferre, Matheny and Kolt, 2003). This coincides with some history perception which generally assumed that, the partnership between performance and stress, was curvilinear in aspect, in other words low levels of stress were assumed to increase performance, however, beyond some point increased levels contributed to a decrease in performance.
However, this romantic relationship may be true under some conditions. Recent research claim that stress (even at relatively low level), has mainly negative effects on process performance. For instance Danna and Griffin (1999) in their work, they state that occupational stress symbolizes a real threat to the grade of life for the employees. If one is unable to deal, or if support is missing, stress then becomes a negative phenomenon which can result in physical condition and mental problems. Such situations would in the end lead to lower levels of performance.
The Health insurance and Safety Executive (2000) areas that around half of a million people in the united kingdom experience work-related stress at a level that they imagine makes them unwell. More recent studies declare that up to five million people feel "very" or "extremely" stressed by their work and work-related stress, which is believed to cost society about 3. 7 billion annually (Johnson, Cooper, Cartwright, Donald, Taylor and Millet, 2005). Cartwright and Boyes (2000), argued and estimated that, in the UK, over 60 percent of the work environment absences are credited to stress. Further, corresponding to Greenberg (2000), an American nationwide survey conducted by a large life insurance coverage company, exhibited that almost 46 percent of American employees think that their careers are "highly" difficult. Also as reported by the UK Conferederatiion of Business and Industry (CBI), "work stress" was the next biggest cause of absence in the united kingdom workforce (CBI, 2001).
Harper and Vilkinas (2005) consider performance management systems (PMS) from key stakeholders, professionals, and employees' perspectives. Their review makes two tips. First, the stakeholders and managers mentioned that the PMS experienced a far more positive impact on the performance than have the employees and second the study highlights the difficulties encountered when evaluating PMS. This research records that differing assessments of impact will occur in line with the perspective from which the impact has been observed.
. The result of stress can be both physical and/or mental health. Stress has been identified by stress researchers as the 'silent killer'. Corresponding to Greenberg (2002) while others, medical experts claim that there's a very strong website link between stress and personal health, and figured health related results aren't only very common but also extremely serious; they can play a significant role in identifying the physical and/or emotional health of an individual, as well as the success of an organization.
The problem of job stress is very important to the public health community and working people. For this purpose, the job Strain Model has been developed by Robert Karasek, who argues that work stress and the ensuing physical and mental health ramifications of work stress direct result, "not from an individual aspect of the work environment, but from the joint effects of the demands of the work situation and the range of decision making liberty (discretion) open to the worker facing those requirements. Job s stress occurs when job needs are high and job decision latitude is low.
The "job tension" model claims that the combination of high job needs and low job decision latitude will lead to negative physical health final results such as hypertension and coronary disease(CVD). Furthermore, the model contains important predictions about the socialization of personality characteristics and behavior habits, which occur at the job. Chronic adaption to low control-low demand situations ("passive" careers in physique ) can bring about reduced ability to resolve problems or deal with challenges or emotions of despair. Conversely, when high job demands are matched up with greater authority and skill use ( controllable stressors or "active" jobs ), more active learning and greater interior locus of control develop. This may enable individuals to build up a broader range of coping strategies.
In final finish, the "job pressure" model emphasizes the need to distinguish top features of the task environment that may be categorized as demands or control, examines the interaction between requirements and control, and emphasizes the stress-producing properties of the objective factors, and not solely specific perceptions or persons-environment fit.
Most problems associated with work stress are gradual in their build-up, therefore identifying and working with the factors that cause them early on, may bring major advantages to both employees and the employer. Very notably, reinforcing the implementation of any stress lowering procedures, and being available minded about issues on work stress, will ultimately lead to a wholesome work environment.
REAEARCH METHODOLOGY
Methods and methods used in performing research need careful consideration. Strategy should be such be that enables the researcher to gather valid information's also to assess the same properly to reach at right decisions. The strategy of this research will give attention to quantitive approach. The techniques and procedures which will be followed in performing this research are being identified below.
Locale of the study
The locale of the study study will be supermarket of Alpha mega/Carrefour or any other corporation situated in Nicosia, Lemassol and Larnaka.
Population and Sample
All the employees of Alpha mega/Carrefour/other group will be looked at as the population of the analysis. An updated list of employees will be gathered from the power. Out of all employees 100 employees (50 men and 50 women) will be picked purposively as test of the study.
Instrument for Data collection
In this study required data from the worker will be collected by using a set up questionnaire designed for getting clean information about employees' views, ideas regarding Occupational stress and the human resource management practices of the organization and their performance level as well. Both closed down and wide open form questions will be included in the questionnaire. Simple and immediate questions relative to the objectives of the study will be included to ascertain the opinion of the employees regarding a number of aspects involved with this analysis. The questionnaire will be pre-tested with a few servings of the employees to get necessary corrections, additions modification. The changed and corrected questionnaire will be finally used for data collection.
Data collecting procedure
Data will be accumulated by the researcher himself. Ahead of data collection researcher will requested the staff to provide necessary help and co-operation for data collection. The researcher can make all possible work to determine rapport with the respondents so that they could feel absolve to response the questions contained in the questionnaire. Data collection thus from the respondents will be then complied, tabulated.
Selection of dependent and Impartial Variables
The successful collection of variables results in success of a research. In appropriate and inconsistent collection of variables can lead to faulty results. The researcher chosen the parameters for the study.
Employee performance or job satisfactions are the key focus of the study and it'll be considered as the based mostly variables. Therefore, researcher decided on some Occupational stress index which relates to HRM methods such as equivalent employment opportunity, managing diversity, job examination, job information, job features, recruitment, selection, training, and development, Profession planning, performance management, settlement strategies, and finally employee and Organizational relationships as independent parameters.
Data processing and Analysis
Compilation of data
After completion of field survey data from all the questionnaires will be coded, put together, tabulated and analyzed relative to the aims of the analysis. In this process, all the reactions in the questionnaire will be given numerical coded prices.
Statistical technique
The analysis will be performed using SPSS (Statistical Package for Public Sciences) computer package. Descriptive examination such as range, number and percentage, suggest, standard deviation and rank order will be utilized whenever necessary. Pearson's Product Second Co-efficient of Correlation (r) will be used to be able to explore the partnership between the worried variables. Throughout the study, at least five-percent (0. 05 ) level of probability will be utilized as basis of rejecting a null hypothesis.
ETHICAL CONSIDERATIONS
1. The research will be conducted through the permission of the anticipated power to do the study with their employee response.
2. Special good care will be taken to avoid personal biasness and opinion of the researcher to ensure fair consideration.
3. The study will be conducted under the assumption that the researcher will keep carefully the findings private.
4. Consequence of the study work will be accurately represented what's observed based
on the real response of the respondents. Fair and appropriate test will be picked to obtain fair standard of result.
5. Appropriate conclusions and recommendations will be drawn based on the studies of the research.
